Human Resource Management Transformation

Human Resource Management Transformation

Introduction

In order to be competent and retain the position in the marketplace, it is imperial that all organizations, irrespective of the kind of business they are into, make the most efficient use of the resources possessed by them. Human resource is one of the important assets of an organization which enables it to gain a competitive edge over its opponents (Boselie, Dietz, & Boon, 2005). It is the human resource possessed by an organization which designs and develops the various processes and performs various activities to carry forward an organization's business. Hence, effective management of this crucial resource should be carefully undertaken by an organization. This paper will focus on an important human resource function of 'staffing' in 700th Contracting Squadron, Ramstein Airlift Wing, Kaiserslautern, Germany. The function of staffing in the organization has been identified as having a need for improvement, in an interview with the Chief of the Services Contracts Flight, Ms Rosica Hooper. This human resource function needs to be transformed in order to overcome the challenges faced by the organization.

Human resource management transformation

Human resource is an important asset for an organization and transforming any function of human resource management is an important aspect which should be addressed adequately by an organization. Ulrich (n.d.) has proposed a four step process for the transformation of HR functions. The model proposed by Ulrich (n.d.) exclusively address the transformation of HR Functions and comprises of a sequence of steps including building of a business case for the transformation of human resource, defining the outcomes expected of the transformation, redesigning the function of HR, and engaging the line managers and others who are accountable for implementing the process. Hence, when an organization decides to transform any function, it is imperial that it makes careful analysis and sound decisions regarding the aspects which require a change (Boglind, Hällstén, & Thilander, 2011) and chooses to implement changes after a careful review of the business context in which it is operating, outcomes which it requires after a change. The new design of the human resource function which it chooses to change, and accountability for the actions which are taken in the context of the organization. It is also important that the mission of the human resource management is addressed adequately and revised to reflect the necessary changes.

Business context

The 700th Contracting Squadron is a DOD contracting squadron for the United States Air Forces in Europe component that provides agile contracting support and business advice to the Military Community within a 200 miles radius of Ramstein Air Base and consists of three flights. The organization comprises of one hundred and thirty five personnel who belong to different nationalities and include military personnel, US civilians, and German local nationals. This shows that the nature of business of this organization is multidimensional with employees spread across different functions. The organization comprises of a diverse work force with employees from different ethnic backgrounds. This also makes the workforce diverse in terms of the cultural ...